Your positive attitude toward the adoption of new protocols has a positive influence on those around you and the changes needed. You may benefit from participating/leading a cross-functional team as part of your professional development. Investopedia defines interpersonal skills as “an employee's ability to work well with others while performing their job.” These skills can range from communication, basic etiquettes to active listening. Maybe it’s for the simple reason that performance appraisals can be quite difficult. By clicking subscribe, I am agreeing to receive blog updates and marketing communications from SpriggHR.
You may benefit from considering multiple potential solutions before taking action. You present your opinions and instructions in a clear and objective manner, without coming across as self-serving.
Insightful articles, best practices and trends in HR innovation A free resource center with practical guides on HR management Listen to thought leaders on best HR practices and trends You haven't yet saved any bookmarks. Why did you receive the award?If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive?Describe a time when you have used persuasion to convince someone to see things your way.
You accept responsibility for mistakes and use them as an opportunity to learn and develop. In other words, it’s the qualities and behaviour people use while interacting with others. You consistently find ways to make the best use of your time and meet deadlines in a very busy role. These cookies will be stored in your browser only with your consent. Each category of sample comments provides both postive and negative examples. Your high level of organization is evidenced by how efficiently you are able to complete your many tasks with tight deadlines. Perhaps they struggle to deliver negative appraisal comments, even when they know it’s necessary. Overarching positive comments about super attitudes provide no information regarding behaviors for an employee to continue, while overarching negative comments about terrible attitudes provide no information regarding behaviors for the employee to eliminate.When providing feedback in reliability, dependability, and integrity, keep in mind that as an employee improves his or her performance, then individual attitudes improve as well.Regardless of the situation, will do everything possible to make sure that her performance is steady and strongIs unstopped by obstacles, pressures, and demands that would justifiably derail othersCan be counted on to give 110 percent under all circumstancesKeeps his commitments and works with fellow employees to help them keep theirsAutomatically works extra hours if that’s what it takes to get the job done rightDemonstrates consistently solid performance in all aspects of her workHandles projects conscientiously from start to finishDemands reliability from others, but not from himselfHas energy, drive, and performance levels that are inconsistent and unpredictableTalks about deliverables, but does not consistently deliverGuarantees that deadlines will be met, but consistently misses themMaintains the highest standards of personal integrityDisplays exemplary behavior in every aspect of his workIs highly regarded for her integrity both within and outside the companyIs a true embodiment of the company’s values regarding integrityIdentifies the most worthy steps and then takes themWhen given a choice, always opts for the reputable routeFinds and implements the sterling way to handle any ethically challenging situationSets very high personal standards of integrity, which his employees emulateWill not consider less-than-honorable plans, strategies, or behaviorsCan be counted upon to act honorably in all situationsDemonstrates the highest levels of integrity in all dealings with employeesHandles all dealings with his customers with the highest levels of integrityHas a strong sense of integrity that underlies dealings with vendorsAppropriately counsels employees who engage in disingenuous behaviorsHas a strong sense of right and wrong, and consistently strives to do what’s rightMaintains high standards of integrity across his departmentMakes decisions that consistently reflect her strong commitment to acting reputablyDoes not rank integrity particularly high on his list of prioritiesAlways expects integrity from others, but doesn’t always display it herselfIntermittently demonstrates acceptable levels of integrityViolates company standards and expectations regarding employee integrityHas put the company at risk with his untoward actionsHas taken actions that have caused his employees to question his integrityHas generated complaints from customers because of issues with his integrityHas been the cause of concern from vendors because of her integrityHas cost the company customers and money because of his disingenuous behaviorHas engaged in questionable behaviors that have led to corporate embarrassmentKen Lloyd, PhD, is a nationally recognized consultant, author, and columnist who specializes in organizational behavior, communication, and management coaching and development. Scroll through the list by category below. This website uses cookies to improve your experience while you navigate through the website.
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